7 Simple Ways To Make Employees Love Their Jobs

Posted October 08, 2014 by
Group of hardware store workers giving thumbs up

Group of hardware store workers giving thumbs up. Photo courtesy of Shutterstock.

Contrary to popular opinion, employees are not necessarily motivated by position, power, or prosperity. Instead, the highest order of incentives come from raising employee self-esteem and offering work that stimulates a sense of self-actualization. In many businesses, office problems arise because of a high turnover rate due to front-line managers and supervisors not being aware of how to provide employees with meaningful work incentives. Proprietary office staffing offers the the ability to strategically recruit employees at all levels of management.

The Psychology of Motivation

As an employer, seeking to find valuable office and administrative employees, there are many ways to motivate employees to do their best work every day. In fact, there has been a tremendous amount of research done on the psychology of motivating employees. For example, research has shown that employees are highly motivated when their manager personally congratulates them for ar job well-done or when their manager has written a personal note of congratulations. Of these two forms of congratulations, the direct spoken words of the manager ranks higher than the indirect written words.

7 Ways to Make Employees Feel Valued

Additionally, here are 7 more ways to bring out the value in employees:

1. Employees work harder and more diligently when their boss gets to know them and actually asks what they value and what motivates them.

2. Employees respond well to being praised when caught in the process of doing a good job and publicly acknowledged for it. Conversely, the biggest disincentive is one that is commonly seen in offices–managers criticizing employees in public instead of giving them constructive criticism in private.

3. Employees like to see themselves as partners rather than as mere cogs in a machine. This sense of partnership is created when employees are asked about their career goals and are then given work that matches these specified goals.

4. Employees appreciate being educated in the skills they need to learn to do their job better. Learning about how to do things better at their jobs makes employees feel that they are valuable assets to the business.

5. Employees like to be invited to share the company’s big picture goals. This can be as simple as managers informing employees about the company’s vision and the problems it is facing. Employees feel motivated when they believe they are playing an important role in the solution.

6. Employees enjoy professional development and skills training if they feel that they are personally benefiting from it.

7. Employees are actually not motivated by monetary rewards alone, unless these are offered in a sparing way and accompanied by feedback on what they did to deserve the compensation.  Monetary rewards work best when correlated with personal recognition for improving the company.

The Perils of Neglecting Motivational Psychology In the Workplace

Ironically, although there is a wide body of literature on how to create a highly motivated team of employees, much of the information is only consumed by academics and largely ignored by the managers and supervisors on the front line who could make the most use of it. However, what may be even worse, is that many employers tend to do just the opposite of what motivates people. They are then surprised by lackluster performance in the workplace and high turnover rates.

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